著者

石井 まこと

出版者

中央大学経済学研究会

雑誌

経済学論纂 (ISSN:04534778)

巻号頁・発行日

vol.59, no.5-6, pp.31-50, 2019-03-15

著者

中澤 高志 阿部 誠 石井 まこと

出版者

地理科学学会

雑誌

地理科学 (ISSN:02864886)

巻号頁・発行日

vol.64, no.1, pp.1-21, 2009-01-28

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The purpose of this study is to investigate the work experiences of the graduates of two vocational high schools in Oita prefecture in the context of the local labor market. J industrial high school is located in Nakatsu City, where the local labor market is buoyant because of the recent establishment of an automobile plant, whereas K commercial high school is situated in Oita City, which is the prefectural capital and boasts a population of 470,000. We interviewed 10 graduates from each vocational high school. Most of them were in their early twenties and had graduated from the high schools when the labor market was quite stagnant. The graduates of J high school whom we interviewed were all male. The typical job of this school's graduates was working as fabrication workers in manufacturing plants. Some of them were compelled to quit the job owing to the monotonous and intense operations or personal problems in the workplace; on the other hand, for others, it was their first job, and they were developing their occupational skills. The main factor that differentiated the two types of work experiences was not personal employability but the status of labor management and human relationships in the workplace. Most of the J high school graduates said that the vocational curriculums in the high schools were not helpful in their jobs in the manufacturing plants. However, they considered the manufacturing jobs to be suitable for the graduates of industrial high schools, such as themselves. They often changed their jobs, but were mainly employed in manufacturing plants. The graduates of K high school whom we interviewed were all female. For all but one interviewee of this school, the current job was their first job. Their typical job entailed working as support staff in the offices of local companies. They planned to quit their jobs when they got married or had children. Although they hoped to follow this course in life, it can be assumed that their jobs and workplaces were not challenging enough, and hence, they did not feel motivated to continue working after marriage or childbirth. Although most of the K high school graduates, similar to the J high school graduates, said that the vocational curriculums were not directly helpful in their workplaces, the business classes helped them develop a positive attitude toward their work in the office. Judging from the accounts of the graduates of the two vocational high schools, the vocational high schools gave the students the ideal environment to develop a positive attitude toward work and an occupational identity, rather than serving as a place where specific knowledge and skills, which were necessary for a specific occupation, could be acquired. Hence, we can conclude that in the context of the local labor markets, the role of the vocational high schools is to prepare graduates who could be immediately absorbed in a specific sector of the local labor markets.

著者

石井 まこと

出版者

社会政策学会

雑誌

社会政策 (ISSN:18831850)

巻号頁・発行日

vol.6, no.3, pp.146-151, 2015

著者

石井 まこと

出版者

法政大学大原社会問題研究所

雑誌

大原社会問題研究所雑誌 (ISSN:09129421)

巻号頁・発行日

no.422, pp.p28-49, 1994-01

著者

大谷 真忠 石井 まこと 阿部 誠 幸 光善 本谷 るり

出版者

大分大学

雑誌

基盤研究(C)

巻号頁・発行日

2001

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本研究では、大分市内の企業にたいして人事・雇用管理に関するアンケート調査を実施し、雇用・人事管理の今日的特徴を分析するとともに、企業の人事担当者に人事管理の課題について聞き取りを行なった。また、地域の就業構造の特色と変化について統計的な分析を行なった。さらに地域の老舗企業の地域性についてアンケート調査にもとづいた分析を行なった。これらの研究を通じて、とくに雇用・人事管理の面で、次のような最近の特徴が明らかになった。対象企業のなかで職能資格制度があるのは約半数にすぎず、人事評価を定期的に行っている企業も3分の1にとどまる。人事評価で重視されている点は、「能力」がもっとも多く、「業績、成果」、「仕事の姿勢」がそれに続いている。評価結果は主に昇給・賃金の決定、ボーナスの査定に用いられている。最近の人事考課制度の変化として「処遇格差を大きくした」「業績・成果ウェートを上げた」「数量目標を活用」「評価結果を本人に説明」の4項目に集中している。採用管理の面では30歳以上の中途採用が拡大しているが、規模の大きな企業では新卒採用が中心であり、中途採用は補完的な役割にとどまる。他方、リストラの方法としては「パート・アルバイトや派遣社員の積極的活用」が3割ともっとも高い比率を示すほか、「人員削減」を行った企業も多い。100人以上規模の企業は全体的に事業再構築に積極的である。賃金では、賃金テーブルを用いない企業が半数以上を占める一方、一般職の定昇制度は56.4%の企業にある。賃金を決める要素としては、ほぼ半数の企業が「職務遂行能力」で、「仕事上の業績」は4分の1である。人事管理の課題としては「中核的人材・即戦力の採用」が半数を占め、重視されている。地域企業も、基本的には人事管理の全国的な傾向と同じ動きを示しているが、小規模企業を中心として体系的・制度的な整備が遅れているということができる。